Are you start a new business by your own?
Great, it’s a first step. Now, you must grow your business and recruit best people.
Let say after 3 years, you have double assets of your business and got additional 3 peoples to support you.
But, the situation is still same that you still have to do most of the job, from morning until midnight.
What’s wrong on this?
You have success but still need to work by your selves.
It’s called “Delegation” problem.
its not happen in office, but also in your daily routine.
Fix it or you will be die step by step.
1. Create a standard and good process.
You can create an SOP, or any kind of process standard that documented.
After that, share and train your team.
Your job as a Leader is not clerical but more managing people.
E.g. See any kind of franchise system. They has been develop.
Who ever someone buy a franchise, the owner just asking the team to support a client with existing process.
Your peoples are the best from the best who choose by you.
So, you already put a big trust to them.
Create the trust to delegate some task and leave the key point by your selves.
I give an example. You have a happy family, husband and wife with 2 children.
Did you remember the first time when married?
You must have an agreement that each other has each role.
Husband search for money and pay a bill.
Wife taking care a family matter and children.
Sometimes, it could change or called “vacation time”.
Means, wife ask husband to take care house and children when she’s on other things.
You can call it team work, but let we see on another picture.
Wife delegate her task to husband. Before that, she talk with him that she has a standards, a process that need to be follow.
Then, she put a big trust to him.
After that, she can do another work without worry.
You can read example article, as follow.
Back then, Lord who is now chief executive officer of Toronto-based home nursing provider Spectrum Health Care, didn’t want anyone else doing the work.
Those RFPs were critical to the company’s growth, she said, and she controlled them tightly.
“These were so important for our organisation and I wouldn’t let anyone else put the document together,” Lord said. She was convinced nobody else in the company could do it exactly right — so she just did it herself. She could do it better anyway, she thought.
Sound familiar? Then you might be an anti-delegator. Even if you aren’t, you likely know someone who is.
A 2013 executive coaching survey, conducted by Stanford University, found that 35% of chief executives say delegating is something that they need to improve, while 37% said they’re trying to improve these skills. While Lord’s deputising has improved over the years, she said it’s been difficult to learn.
“It’s not easy, but… you can’t possibly do it all yourself,” she said.
Delegating is one of the more challenging aspects of leadership, and it actually gets harder to do the higher someone goes up the corporate ladder, said Laura Lunsford, an associate professor of psychology at the University of Arizona in the US.
It’s a struggle for two reasons. Most people know that work needs to get done, but they can’t properly articulate what the end result should look like, so it’s just easier to do it themselves. Executives also have difficulty giving up control, especially if they’ll get blamed when something goes wrong, Lunsford said.
As people move into more senior positions, they typically have to delegate to more people and give up some oversight. Many new managers aren’t used to this, said Lunsford. They’ve either been the one delegated to, or have only worked in small teams. Delegating almost every task can be tough.
“If you have more responsibilities, you need to rely more on managing,” she said. “It’s very challenging to do that.”
While it may seem like doing it on your own is the easiest path to success, an inability on the part of executives and top managers to delegate can hurt a company. All the time Lord spent working on those RFPs was time she could not spend on other important tasks, for instance.
While it was manageable back then — she was the chief operating officer in 2003 and the business was a lot smaller — if she was still writing those documents on her own, her company would certainly suffer, she said.
Being a poor delegator can also affect you mentally, demotivate your team and hold up work for everyone else, said Lunsford.
“You’ll start feeling overwhelmed, you’ll get anxious for not getting everything done on time, the team has to wait to move forward and it shows that you don’t trust your staff to do a good job,” she said.
With some hard work, even a bad delegator can improve, said Lunsford.
It takes about six weeks to develop a new habit, so you’ll have to work at it for at least that long. But practice does make perfect.
One of the first steps is to articulate what exactly it is you want done when you hand off a task. This is the main reason why people have trouble with this — they can’t, or don’t, explain what they’re looking for as an end product, said Steve Radcliffe, a Portsmouth, UK-based author of Leadership Plain and Simple. This ends up with a frustrated delegator and a perplexed delegee and a feeling that you’d have been better off doing the work yourself.
Executives often describe things in general statements or they don’t give enough detail about a project and that makes it hard for their staff to hit the mark, he said. It’s more than just project details — you also have to tell people the standard of work you expect. Is it point form or do you want a 10-page document?Leaders also often fail to put a timeline on a project and that causes problems too.
“You have to be totally clear on the standard you’re looking for and be totally clear on when exactly you need this by,” he said. “People shy away from this.”
It’s hard to give explicit instructions because, essentially, giving orders is no fun, said Radcliffe. As much as work is about results, it’s also about relationships and people want to be liked, which makes us shun direct orders. If someone comes in with a big request, they might feel they risk ruining that positive atmosphere.
“There’s a lot of emotional stuff going on in a workplace,” he said. “People try and play it safe and be nice — a lot of managers don’t want to risk being disliked.”
Trust is an equally important part of the delegating process — if you can’t trust your staff then you’ll just do things yourself, said Radcliffe. That bond between the manager and the employee has to be strong for this to work.
“You want to feel safe while someone is doing the work,” he said, adding that it’s important to build the relationship first, before delegating work. This is especially important if you didn’t hire the person you’re delegating to, or don’t know your staff well individually.
As well, be prepared to teach. You can’t expect to get a pristine project on the first try. These days, Lord has someone handle RFPs for her. When that person was tasked with her first RFP, Lord made sure to show her what to do and how to do it. Now, she can do the work herself.
“I’m reading an RFP right now,” she said, while being interviewed for this story. “It’s a great document.”
Now Lord’s day-to-day tasks are largely delegated, leaving her free to attend key meetings, think about the big picture for the company and its future and concentrate on growing her business.
Lord said she’s thrilled that she’ll never have to write an RFP by herself again.
“I lost five years of my life” doing it, she said. “I’m glad I don’t have to be here at 3 am anymore. Now, if someone doesn’t get the job done, they have to be here at 3 am doing it.”
Author by Bryan Borzykowski, 21 July 2015.
Access on 22 July 2015.